Recruitment and Selection Online Quiz

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Questions and Answers

What is a passive job seeker?

A job applicant who has applied to multiple positions

A currently employed individual not actively looking for a new job (correct)

An individual looking for freelance opportunities

An unemployed individual seeking a job actively

What aspect does a realistic job preview primarily focus on?

Only the positive attributes of a job

The company's history and culture

The positive and negative aspects of a job (correct)

The salary and benefits package

Which of the following is NOT an attribute of a recruiting website?

Aesthetic features

Employability scores (correct)

Media richness

Navigability

Which of the following technologies is considered a trend in online recruitment?

Artificial Intelligence and Machine Learning Signup and view all the answers

What is a key benefit of customizable information on a recruitment website?

It enhances applicant engagement for self-selection Signup and view all the answers

What limitation should be acknowledged in online recruitment?

Ability to attract highly qualified candidates Signup and view all the answers

Which guideline is suggested for online recruitment?

Appropriate for well-known firms with a strong employer brand Signup and view all the answers

What effect does media richness have on applicants during online recruitment?

Reduces user uncertainty and anxiety Signup and view all the answers

What is the primary goal of the recruitment function?

To identify, attract, and hire the most qualified people Signup and view all the answers

Which of the following technologies is NOT mentioned as a tool for online recruitment?

Virtual reality assessments Signup and view all the answers

What aspect of recruitment does the objective of 'psychological contract fulfillment' primarily relate to?

Job satisfaction and expectations Signup and view all the answers

Which of the following is a potential issue when adopting online recruitment strategies?

Ignoring existing recruitment process inefficiencies Signup and view all the answers

What is the key benefit of using online recruitment technologies?

Ability to reach a larger pool of job applicants Signup and view all the answers

In the context of recruitment objectives, which factor directly influences 'quality and quantity of applicants'?

Diversity of recruitment channels Signup and view all the answers

Which of the following statements is true regarding online recruitment?

It simplifies the tracking of applicants. Signup and view all the answers

What aspect of the recruitment process must organizations focus on to truly benefit from online recruitment?

Existing recruitment processes and their bottlenecks Signup and view all the answers

What is a crucial feature that online recruiting systems must include?

Privacy protection policies Signup and view all the answers

Which aspect is essential for effective online recruitment according to the guidelines?

Regular reviews of effectiveness Signup and view all the answers

What must assessments used in employee selection demonstrate?

Validity and relevance to job requirements Signup and view all the answers

What is a benefit of using technology in assessment for selection systems?

It can provide faster scoring of tests. Signup and view all the answers

What aspect is NOT a focus when selecting employees according to job requirements?

Finding individuals with irrelevant experiences Signup and view all the answers

What is a potential risk associated with commercially available assessments?

They can be poorly designed with unjustifiable effectiveness claims. Signup and view all the answers

What should online recruiting ideally provide for job applicants?

Realistic previews of jobs and the firm Signup and view all the answers

What is one key advantage of online recruitment compared to traditional methods?

It is about 70% faster. Signup and view all the answers

What impact does the psychological contract have on employee retention?

It influences employee dissatisfaction and likelihood of leaving. Signup and view all the answers

Which is a potential drawback of the accessibility offered by online recruitment?

It may lead to a large pool of applicants without qualification assessment. Signup and view all the answers

What factor is indicated to potentially limit the diversity of applicants in online recruitment?

Lack of access to technology and computer skills. Signup and view all the answers

What is an important goal of online recruitment?

To generate applicants with diverse backgrounds. Signup and view all the answers

How does online recruitment affect the efficiency of the hiring process?

It simplifies the gathering and sorting of applicant data. Signup and view all the answers

Which of the following best describes a psychological contract?

The beliefs about reciprocal obligations between employees and the organization. Signup and view all the answers

What potential effect does speeding up the hiring process have on the quality of new hires?

It can lead to hires that do not meet qualifications. Signup and view all the answers

Study Notes

Recruitment and Selection in an Internet Context

Recruitment aims to identify, attract, and hire qualified individuals.
Growing competition for talent necessitates expanding recruitment beyond local/domestic borders.
Internet technologies (company websites, job boards), social media (LinkedIn, Facebook), mobile recruitment, and AI are used to attract applicants.

Online Recruitment

Online recruitment utilizes technologies (websites, social media) to find and attract applicants.
The goal is to maintain applicant interest throughout the selection process.
Web-based tools (applicant tracking systems) support the recruiting process.
Benefits of online recruitment are numerous, but potential issues need consideration.

Impact of Online Recruitment on Recruitment Objectives

Cost: Minimizing the costs of filling job openings.
Speed: Speeding up job vacancy filling.
Psychological contract fulfillment: Ensuring fulfilled contracts for better satisfaction/retention
Satisfaction /retention: Affecting employee satisfaction rates for better retention.
Quality/ quantity: Achieving better quality and quantity of applicants.
Diversity: Ensuring diversity in applicants.

Cost of Filling the Job Opening

Minimizing the cost of filling job openings.
Assessing existing recruitment processes and aligning them with technology capabilities for ROI (Return on Investment).
Leveraging applicant tracking systems (ATS) to automate screening, automated emails can facilitate communication before the application.

Speed of Filling Job Vacancies

Online recruitment is significantly faster than traditional methods (70% faster).
Provides opportunities to speed up hiring at every stage (posting, receiving applications, onboarding).
Increases efficiency by allowing organizations to spend less time on gathering and sorting applicant data.
Speed may influence the quality of hires and their retention.

Psychological Contract Fulfillment, Satisfaction & Retention

Psychological contract refers to employee beliefs about reciprocal obligations/promises with the organization.
Breached contracts lead to dissatisfaction and a higher likelihood of employee leaving the organization.
Recruitment processes shape expectations and psychological fulfillment; affecting employee satisfaction and retention.

Quantity of Applicants

Online applications and resume uploads are faster and available 24/7.
Online access to job openings via company websites, job boards, and social media, potentially boosting applications.
Volume of applications can potentially lead to a large pool of candidates but also requires thorough evaluation, possibly exceeding the initial expectation

Quality and Diversity of Applicants

Applicant pool quality and diversity is impacted by who uses online recruitment.
Online recruitment systems may impose restrictions on applicant pool characteristics.
Factors affecting this potentially include: computer access, computer skills, poverty, ethnic differences, and age differences.
The usage of online job searches correlates positively with education, income and proximity to urban/suburban areas.

Terms

Passive job seeker: Currently employed individuals not actively seeking employment but are receptive to opportunities.
Company's employment brand: The organization's known values/image/culture.
Realistic culture preview: Information about company philosophy, values, systems, history, diversity, salary structures, and benefits.
Realistic job preview: Information about the positive/negative attributes of a job; helps applicants make informed decisions.

Attributes of the Recruiting Website

Navigability: Ease of browsing through the website's pages to find information.
Content Information: The relevance/value of content that is made available
Media Richness: Creating relevant content to help applicants reduce uncertainty and anxiety.
Customizable Information: An applicant can engage with the job specification and decide if it is suitable.
Aesthetic Features: The overall style and innovative elements that can engage a potential interest.
Usability: Friendliness and accessibility; integrating the above factors are essential for an accessible website.

New Trends and Technologies in Online Recruitment

Social networking websites
Mobile recruitment
Artificial Intelligence and Machine Learning
Chatbots
Online recruitment as a stepping stone to HRIS

Online Recruitment Guidelines

Suitability: Useful for firms with well-known brands, as potential recruiting avenues.
Candidate Requirements: Helpful in attracting large numbers of candidates, particularly for high-level jobs, requiring high educational qualifications.
Limitations: Potential limitations include restricted ability to attract skilled and diverse applicants.
Website Functionality: Websites should be easy to use and designed to attract rather than simply screen candidates.
Assessment Alignment: Online screening systems should be based on job analyses.

Online Recruitment Guidelines (Cont'd)

Realistic Job Previews: E-recruiting systems must provide realistic previews of jobs and firm.
Continuous Improvement: Regular review/improvement of online recruiting based on feedback.
Cultural Sensitivity: Recruitment should be sensitive to diverse backgrounds, including those with low educational levels and low computer skills.
Privacy Protection: Implementing appropriate privacy policies, limiting data collection, and restricting access/distribution of data.

Selection and Technology

Choosing qualified individuals to fill job vacancies, aligning with company needs and individual skills.
Essential Skills/knowledge: matching knowledge, skills, and assessments required by the job
Company culture matching: aligning candidate attributes with company culture.

Importance of Assessments

Assessments are crucial for all organizations to measure employee abilities, skills, and personal attributes for success.
Selection systems' use of technology is becoming more prevalent and comprehensive. The range of assessments/methods of administering them will continue to grow.
Validity and relevance of assessments: ensuring validity, relating information to the job requirements, and avoiding unfounded claims.
Regulatory considerations: Adhering to employee selection guidelines or antidiscrimination laws.

Technology in Assessments

Technology in selection involves software/internet-based services to administer/score tests.
Common types of assessments: personality, ability, speeded, power tests, and work simulations.

Sample Screens for Understanding

Practical demonstrations of platforms for managing recruitment processes; job posting, applicant tracking, interviews, and selection.

Additional Information

Reference listed in slides: Human Resource Information Systems.

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Description

This quiz explores the recruitment and selection processes in the context of the Internet. It covers how online technologies, social media, and AI tools are utilized to enhance recruitment efficiency and applicant engagement. Additionally, it examines the impact of these technologies on recruitment objectives such as cost and speed.